Tyler thought for a minute. “If we did something wrong, then we have been doing it wrong for some time,” he observed. “That’s the way we have always hired people from the outside.”

“And how is that working out for you?” I asked.

“Ten percent of the time, we get lucky, most of the time we get someone who is okay, and ten percent of the time, we get stung.”

“As you look at your process, who is the first person to touch the resumes on their way to the Hiring Manager?”

“That’s easy,” Tyler replied. “HR.”

“And, you, you’re the Manager Once Removed. You’re the manager of the Hiring Manager. When do you finally see the resumes?”

“Well, right before the Hiring Manager extends the offer, I usually see the last three resumes. Often, I will bring back the strongest candidate for a final interview.”

“And, what would happen, if you turned your system upside down, so you were the first person to review the resumes, to put the slate together, for the Hiring Manager to select from?”

“Now, wait a minute,” Tyler stepped back. “I have enough to do without looking at dozens of resumes.”

“Tyler, what more important thing do you have to do than to focus on building the infrastructure of your team? In fact, the reason you are so busy, is because your hiring process is designed to produce exactly the people you end up with.”